Not sure if anyone else caught that in their performance review that the MLRP % for MPT was 12% and 6% for OCA. I mean Jesus Christ just say you wanna get rid of people. Good god this place is slimy and spineless.
17 replies (most recent on top)
@ka 100% that’s what’s happening. Wish this dirty business practice would go viral, with a list of those mega billion dollar companies that employ it. ExxonMobil isn’t the only one.
Let there be a horrible stigma on those companies where the CEOs and executives will sc--w over anybody - even their own dedicated people, to “increase shareholder value.” But, mostly, line their own f*cking pockets.
It’s disgusting.
And sadly, the stigma is already there and doesn’t matter. People don’t care until it hits them in the chops.
@k9 Thanks. Add age bias and HR rank list manipulation to that, and non-hipo ICs in their late 40s+ are one low ranking from finished. What a fantastic PA system we have.
The NSI 12% means that we are ready in the HC-10 (high cost ten countries) to migrate downstream and chemical support work including global projects and global engineering support to Bengaluru India. Also, research in Clinton/Annadale, NJ is closing which means that there is alot of redundancy.
This trend has been occurring for a decade based on recent LinkedIn posts.
We Have Quietly Migrated Engineering Functions to Our India Bengaluru, Karnataka Technology Center Since 2016
Global Upstream Engineering Manager Operations & Maintenance Manager
Apr 2023 - Apr 2025 · 2 yrs 1 mo
Bengaluru, Karnataka, India
Managed global work delivery across Mechanical Integrity, Reliability and Maintenance from our India Technology Center
Work Migration and Transformation Manager
Dec 2021 - Apr 2023 · 1 yr 5 mo
Bengaluru, Karnataka, India
Supporting our global operations and technical organizations in migrating work to our India Technology Center
Technical Supervisor
Nov 2020 - Dec 2021 · 1 yr 2 mo
Bengaluru, Karnataka, India
Supporting our global operations and technical organizations in migrating work to our India Technology Center
Technical Advisor
May 2018 - Nov 2020 · 2 yrs 7 mo
Bengaluru, Karnataka, India
Supporting our global operations and technical organizations in migrating work to our India Technology Center
Implementation Specialist
Jan 2016 - May 2018 · 2 yrs 5 mo
Houston, Texas, United States
Supporting our global operations and technical organizations in migrating work to our India Technology Center
Source: WM LinkedIn
@OP It seems to me that the increase in NSI percentage is really a layoff masked to look like performance - which is probably illegal and exploiting a gray area. Layoffs have to be disclosed to the government and packages have to be supplied. With a magically increased NSI, none of that happens. Like somehow all of a sudden more people are not good workers??? Dirty pool.
@jb h1 is mostly correct. Raises are based on current year assessment, however, advancement guide based promotions (i.e. individual contributor) are based on the lowest of the 2 most recent assessments. Even if you got O this year but were NI last year, for promotion purposes the system will take the YEE associated with NI when considering whether to recommend a promotion. Your supervisor could try for an exception but don’t hold your breath on them having any success.
On the raise front, it will compare your salary to the reference curve of your last assessment - O in example above.
@h1 Is this written anywhere as actual HR policy, or is it a PDS season flavor-of-the-month rule, like the ever changing %NSI? Not that policy matters, since exceptions to “absolutely no exceptions” is the company norm these days, but it can’t hurt to ask.
It's all just manipulation of the numbers with out regard to how an individual feels about the narratives required to justify it
And your raise is determined by the lowest ranking of the last two years. Following this logic, it seems the company believes that good ranking could just be a "fluke" but bad ranking is more indicative of a person's performance. I mean they could take the highest ranking from the last two years or maybe even just base your raise on the most recent ranking but this way they can save a little bit of money by delaying your raise one more year or maybe they get lucky and your ranking goes back down and the two-year window starts over.
Plz run me off plz
@cz I was NSI two years in a a row (Supervisor was HiPo and incompetent). Following two years with a new Supervisor I was Excellent. I did nothing different…shows you how subjective the process is and not truly representative of an employee’s performance.
OCA is Offiice Clerical & Admin or something like that.
MLRP is managing lower relative performance
What is MLRP? And OCA?
someone said it’s 15% for Supply Chain?
Also means even if they survive the PIP there is no raise for them. With high inflation that really starts to bite. Also don't believe the promise that next year is a new cycle and everythings could be better next year. Once NSI very hard to have a good ranking.
It’s all good so long as Durwood gets a big fat compensation bump.
Depends on the business.